ARMONK, N.Y., June 9, 2021 /PRNewswire/ -- Despite a year
of intense global focus on social justice issues, nearly half of
lesbian, gay and bisexual Americans recently surveyed by the IBM
(NYSE: IBM) Institute for Business Value (IBV) stated they believed
that their employer discriminates against people of their sexual
orientation.
The new IBM study "Striving for authenticity," conducted with
Out & Equal Workplace Advocates and Workplace Pride, also found
that discrimination is more pronounced where race, gender, and
sexual orientation intersect. Across all surveyed racial identity
groups, lesbian, gay and bisexual respondents see their sexual
orientation as the primary driver of the discrimination they've
personally experienced in the workplace.
Strikingly, a global IBM study of CEOs from earlier this year
showed only 17 percent of CEOs surveyed ranked diversity and
inclusion among the most important organizational attributes for
engaging employees.
"There is much more corporations can do to support LGBT+
people's career aspirations and allow them to bring their full
selves to work," said Ella Slade,
IBM global LGBT+ leader. "Empathetic leadership and support for
employees' mental health with programs like Safe Spaces to Talk –
which give employees in the LGBT+ community and others a safe place
for sharing their experiences and gaining support – can help
especially during the COVID-19 pandemic."
"What we're seeing is an authenticity gap. Too many LGBT+ people
can't show up as their authentic selves at work without facing
negative consequences," said Deena
Fidas, Chief Program and Partnerships Officer for Out &
Equal. "Too many can't express their true gender identity. We are
shining a light on this problem and providing employers with a
roadmap they can use to address it."
Respondents' experiences of discrimination based on sexual
orientation stratified along race lines
The study found that
74 percent of Black lesbian, gay and bisexual women surveyed
believe their identity group is less successful than the general
population. By contrast, among White men surveyed who did not
identify as gay or bisexual, that figure drops to four percent.
In addition, while almost half of White lesbian, gay and
bisexual respondents say they have experienced some discrimination
based on their sexual orientation, only four percent respondents
say they were discriminated against to a very great extent. For
lesbian, gay and bisexual People of Color surveyed, this
figure is closer to 20 percent.
Better support for LGBT+ professionals' career growth is
critical
According to the study, LGBT+ people continue to be
underrepresented on executive teams in the U.S. – only seven
percent of senior executives surveyed identify as lesbian, gay or
bisexual. In addition, more than two in three lesbian, gay and
bisexual respondents reported they don't feel equipped to overcome
professional challenges, and nearly two in three respondents said
they have had to work harder to succeed because of aspects of their
identity.
The COVID-19 pandemic placed an outsized burden on many
lesbian, gay and bisexual caregivers surveyed
Though the COVID-19 pandemic's massive shift to remote work and
school affected many professionals with caregiver responsibilities,
43 percent of lesbian, gay and bisexual respondents said they have
struggled balancing working from home with taking care of other
family members amid the COVID-19 pandemic, compared with 34 percent
of non-lesbian, gay or bisexual respondents.
Action guide
The study provides recommendations on how
organizations can help make sustainable progress in creating more
inclusive workplaces:
- Fill the LGBT+ leadership pipeline. Corporate
sponsorship and mentorship programs can elevate the voices of out
members of the community and begin to address the LGBT+ leadership
gap.
- Set clear expectations for employees. Communicate
the need for respect and the business value of belonging in the
workplace, and ensure leaders understand intersectionality—how
different layers of oppression overlap in people's lives.
Organizations can offer guidance on how to use inclusive language,
such as gender-neutral pronouns. A poll conducted during the Global
LGBT+ Innovation Jam* found that 82 percent of participants
surveyed said they feel more comfortable at work when other
employees display their pronouns in email signatures and/or on
messaging platforms.
- Institute non-discrimination policies and practices.
From gender-neutral restrooms and dress codes to LGBT+-friendly
family leave policies, corporate offerings can help create a more
equal workplace. Leaders should conduct regular "equity" reviews of
employer-provided benefits, including transgender-inclusive
healthcare coverage, family benefits, retirement, travel and
relocation, and more.
- Use brand eminence as a tool for positive
change. Leverage the power of the corporate brand to
support LGBT+ rights around the world. For example, partner with
trade associations and NGOs, issue position statements, and
directly lobby to further LGBT+ rights around the world.
IBM has a rich heritage in diversity and inclusion and continues
to learn, grow, and make progress. IBM designs and implements many
inclusive policies, collaboration tools and benefits to support
IBM's LGBT+ community, allies and families, from
transgender-inclusive healthcare benefits to training and
certification programs about LGBT+ inclusivity to more than 50
LGBT+ employee resource groups around the world. IBM has also
worked globally to secure equal rights protections for the LGBT+
community, including in the U.K., Hungary, Poland, Costa
Rica, and Panama.
Methodology
The "Striving for Authenticity" study
polled more than 6,000 United
States-based professionals, including 700 individuals who
self-identified as gay or lesbian (73 percent) or bisexual (27
percent). 24 percent of respondents identified as Black, 24 percent
of respondents identified as Hispanic, 24 percent of respondents
identified as White, 24 percent of respondents identified as
Pan-Asian and four percent of respondents identified as Native
American.
*In addition to the quantitative survey, the IBV hosted a global
two-day virtual conversation – the Global LGBT+ Innovation Jam – in
cooperation with Out & Equal and Workplace Pride, in
which more than 2,000 business leaders, subject matter
experts, and thought leaders—LGBT+ and allies—provided additional
perspective. The survey results did not allow us to assess the
multitude of gender identities across the spectrum. The qualitative
data from the Jam better articulates these experiences.
The full IBV study is available at
https://www.ibm.com/thought-leadership/institute-business-value/report/lgbt-inclusion
About the IBM Institute for Business Value
The IBM Institute for Business Value (IBV) delivers trusted
business insights from our position at the intersection of
technology and business, combining expertise from industry
thinkers, leading academics, and subject matter experts with global
research and performance data. The IBV thought
leadership portfolio includes research deep dives,
benchmarking and performance comparisons, and data visualizations
that support business decision making across regions, industries
and technologies. Follow @IBMIBV on Twitter, and to receive the
latest insights by email, visit: www.ibm.com/ibv.
About Out & Equal Workplace Advocates
Out & Equal is the premier organization working exclusively on
LGBTQ workplace equality. Through worldwide programs, Fortune 500
partnerships and the annual Workplace Summit conference, it helps
LGBTQ people thrive and supports organizations creating a culture
of belonging for all.
Media Contact:
Michelle
Mattelson
IBM External Relations
morrison@us.ibm.com
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SOURCE IBM